Director, Human Resources Business Partner, G&A

Location: Boston, Massachusetts
Work Model: Hybrid, 2-3 days per week onsite
Travel: Approximately 10%

About the Company

Our client is an established, commercialized pharmaceutical company entering an important period of growth and transformation. With a strong commercial portfolio, an expanding pipeline, and continued investment in strategic acquisitions, the organization is building the capabilities required to support its next phase of development.

The company combines the resources and stability of a global pharmaceutical organization with the pace, visibility, and entrepreneurial spirit of a scaling business. Its culture emphasizes collaboration, accountability, innovation, and a shared commitment to improving outcomes for patients.

The Opportunity

The company is seeking a strategic and hands-on Director, Human Resources Business Partner to support its General and Administrative functions.

This individual will serve as a trusted advisor to senior leaders across Finance, Legal, Compliance, Information Technology, Human Resources, Communications, and Corporate Affairs. The Director will translate business priorities into practical people strategies, strengthen organizational capabilities, and help G&A teams scale effectively.

A critical component of this position will be supporting mergers and acquisitions, including organizational assessment, integration planning, change management, culture alignment, workforce transition, and post-acquisition operating effectiveness.

This is an influential role for an experienced HR leader who can move comfortably between enterprise-level strategy and hands-on execution in a growing commercial pharmaceutical environment.

Key Responsibilities

Strategic HR Business Partnership

• Serve as the dedicated HR Business Partner for senior leaders and teams across G&A functions.
• Develop a deep understanding of each function's objectives, operating model, workforce requirements, and organizational challenges.
• Translate business strategy into clear talent, organizational, and workforce priorities.
• Advise and coach executives on leadership, organizational effectiveness, talent decisions, and team performance.
• Use strong business judgment and HR expertise to influence critical people and organizational decisions.
• Balance long-term strategic planning with responsive, hands-on partnership.

Mergers, Acquisitions, and Integration

• Partner with executive leadership, HR colleagues, and cross-functional stakeholders throughout the M&A lifecycle.
• Support organizational due diligence and assess talent, leadership, structural, and cultural considerations associated with potential acquisitions.
• Develop and execute integration plans covering organizational structure, workforce transition, leadership alignment, communications, culture, and the employee experience.
• Identify people-related integration risks and recommend practical mitigation strategies.
• Help acquired teams navigate change while maintaining engagement, productivity, and business continuity.
• Establish clear post-acquisition priorities, milestones, governance, and measures of integration progress.
• Apply lessons learned from prior integrations to strengthen future M&A capabilities.

Organizational Design and Change Management

• Lead organizational design initiatives that improve scalability, accountability, decision-making, and cross-functional collaboration.
• Partner with leaders to clarify structures, roles, responsibilities, capabilities, and operating models.
• Serve as a change leader across enterprise transformation and functional evolution initiatives.
• Develop change strategies that promote understanding, adoption, and sustained behavioral change.
• Support leaders through periods of growth, restructuring, integration, and organizational complexity.
• Anticipate the workforce and cultural implications of business decisions.

Talent Strategy and Workforce Planning

• Build and execute talent strategies aligned with the company's growth objectives.
• Lead workforce planning efforts across G&A functions, identifying critical roles, capability gaps, succession risks, and future talent needs.
• Partner with Talent Acquisition to attract and hire high-quality talent across multiple levels and functions.
• Advise leaders on succession planning, leadership development, internal mobility, and retention.
• Use workforce data, market intelligence, and organizational insights to develop actionable recommendations.
• Help build sustainable leadership and organizational capabilities for the company's next phase of growth.

Employee Experience and Relations

• Provide practical guidance to leaders on employee relations, performance management, team effectiveness, and employee engagement.
• Coach managers through complex and sensitive employee matters with sound judgment, consistency, and discretion.
• Support the full employee lifecycle, including attraction, onboarding, development, performance, rewards, engagement, and retention.
• Promote a consistent and positive employee experience across G&A functions.
• Identify employee and organizational trends, addressing concerns before they become broader business risks.

Culture and Leadership

• Act as a visible champion of the company's culture and leadership expectations.
• Help leaders translate company values into everyday behaviors, decisions, and operating practices.
• Strengthen leadership effectiveness through candid coaching, constructive challenge, and practical support.
• Promote a culture of collaboration, accountability, inclusion, and continuous improvement.
• Help integrate new employees and acquired teams into the broader organization while recognizing the strengths they bring.

HR Leadership and Collaboration

• Serve as a senior contributor within the HR organization.
• Partner closely with Talent Acquisition, Total Rewards, HR Operations, Learning and Development, and other specialist teams.
• Contribute to enterprise-wide HR programs and organizational priorities.
• Identify opportunities to improve HR processes, tools, policies, and operating practices.
• Mentor and coach less-experienced HR colleagues.
• Help strengthen the HR function's position as a strategic and operational partner to the business.

Candidate Profile

Required Experience

• Bachelor's degree in Human Resources, Business, Organizational Development, or a related discipline.
• Approximately 10 or more years of progressive Human Resources experience, including meaningful experience as an HR Business Partner supporting senior leadership.
• Demonstrated experience supporting G&A or corporate functions, such as Finance, Legal, Compliance, IT, HR, Communications, or Corporate Affairs.
• Hands-on experience supporting mergers, acquisitions, and post-acquisition integration.
• Track record of leading organizational design, change management, workforce planning, and talent initiatives.
• Strong generalist HR foundation, including employee relations, performance management, talent development, compensation, organizational effectiveness, and employee engagement.
• Experience advising and coaching executives in a complex, evolving organization.
• Ability to work strategically while remaining comfortable managing detailed, execution-oriented responsibilities.

Preferred Experience

• Experience within the pharmaceutical, biotechnology, or broader life sciences industry.
• Previous experience in a commercial-stage or commercialized pharmaceutical organization.
• Experience helping an HR function and G&A organization scale during a period of rapid growth.
• Exposure to multiple acquisitions, business integrations, or enterprise transformation programs.
• Advanced degree in Business, Human Resources, or Organizational Development.
• Relevant professional certification, such as SHRM-SCP or SPHR.

Leadership Competencies

The successful candidate will demonstrate:

• Strategic thinking: Connects business objectives with practical, forward-looking people strategies.
• M&A expertise: Understands the talent, organizational, cultural, and operational complexity of acquisition integration.
• Business acumen: Recognizes how G&A functions enable commercial execution and enterprise growth.
• Executive influence: Builds credibility quickly and constructively challenges senior stakeholders.
• Change leadership: Helps organizations and employees move through ambiguity, transformation, and integration.
• Sound judgment: Handles sensitive matters with discretion, consistency, and a balanced view of business and employee needs.
• Data-driven decision-making: Uses workforce analytics and external insights to identify trends and recommend action.
• Communication: Presents complex information clearly and adapts messaging for executives, managers, and employees.
• Collaboration: Works effectively across functions, geographies, and levels of the organization.
• Execution: Converts strategy into clear priorities, ownership, milestones, and measurable outcomes.

Location and Work Model

This position is based in Boston, Massachusetts, with an expectation of working onsite two to three days per week. Candidates should be able to maintain a consistent presence in the Boston office and travel occasionally based on business and integration needs.

Salary: 210-230,000 base salary, 25% bonus, Long Term Incentives

Why Join?

This opportunity offers the chance to:

• Partner directly with senior leaders across the company's core enterprise functions.
• Play a central role in M&A integration and organizational transformation.
• Help shape the people strategy of a growing, commercialized pharmaceutical organization.
• Influence organizational design, leadership capability, culture, and workforce planning.
• Join a high-impact HR team where strategic thinking and hands-on execution are equally valued.
• Contribute to an organization focused on scientific innovation, operational excellence, and meaningful patient impact.